Tools for Recruitment and Retention

Use the best tools, to put the best people in place, to achieve the best results for them and your organization.

The assessment instruments offered through Best People Win are designed to identify the areas and degree of fit between the person and the position. They can help with hiring, team selection, individual development, succession planning, performance management, on-boarding (orientation), job matching, and many other HR functions.

The multi-step assessment process begins by creating a portrait of the characteristics an optimal performer in the position would demonstrate. Only then do individual applicants complete the online survey, which automatically generates a valid and reliable portrait of the candidate’s scores in relation to the position portrait.

The report is not a comment on the candidate – or an incumbent looking for advancement – as an employee. It is simply a snapshot of the person’s scores against those of the position. Low scores only mean that the candidate is probably better suited to a different type of work.

If the individual is already in the position, the assessment enables the employee and the employer to develop a coaching plan to help him or her perform as well as possible in the job. Or, it may help identify a different opportunity within the organization in which the person can be successful. Alternatively, if the incumbent is performing well already, the assessment report can offer excellent guidance to assist him or her to achieve even better results.

Remember, assessments should never count for more than 30 per cent of the hiring process. You must still conduct an appropriate search; review resumes carefully, and check references thoroughly. Behavioural interviewing, using challenging questions, is a key factor in hiring well, and the assessment report includes an interview guide for this purpose.

When you do decide to add assessments, however, remember that those – such as Best People Win – which take into account personality, abilities, interests and job matching can predict on-the-job success by as much as 75 per cent.